The reality is that some laws that apply to private employers have no application to public employers. Conversely, there are many laws that apply only to public sector employers, including civil service laws, Loudermill due process obligations, and an entirely different collective bargaining law than the one that governs most private sector employers.
We have represented virtually every form of local government entity in Ohio, including:
- School Districts
- Transit Authorities
- State Universities
- Joint Fire Districts
- Public Libraries
While unions represent an ever-shrinking percentage of the private sector workforce, labor unions are alive and well in the public sector in Ohio. Public employers have been under tremendous financial pressure in recent years. We are adept at navigating the negotiation process, including mediation, fact-finding, and conciliation, in order to help public employers achieve cost-effective settlement of their labor agreements. We are also focused on assuring that public employers retain or recapture the right to effectively manage their workforce, which is especially critical when budgets are tight.
Manufacturing & Distribution
Our experience includes representing non-profit organizations involved in social services, drug, alcohol & mental health agencies, recreation and healthcare non-profits.
We represent a wide variety of professional services firms, including:
- Accounting and Financial Services
- Engineering and Architecture Services
- Benefits Consulting
- Technical Services
- Legal Services
- Leave Management
- The Distinction between Exempt and Non-exempt Employees
- Non-competition, Non-disclosure and Non-solicitation Agreements
- Dispute Resolution Procedures
Retail employers have been a target of countless wage and hour claims both by the Department of Labor and through collective actions filed by private attorneys. In the retail industry, these claims typically involve allegations of failure to pay minimum wage, failure to pay for work performed “off-the-clock,” and improperly classifying workers as exempt and thereby depriving them of overtime compensation. With our experience in dealing with such claims, we are a valuable resource in helping retail employers avoid such wage and hour issues through adoption of sound policies and practices. We can also vigorously but efficiently represent retail employers when wage and hour investigations or lawsuits arise.
Retail employers are in particular need of sound and comprehensive human resources policies and procedures to guide management of their diverse, sometimes high-turnover workforce. We are seldom “reinventing the wheel” when it comes to providing sound employment policies to our clients, so we can assist retail employers in a very cost-effective way.
Retail employers also seem to have more than their fair share of discrimination and retaliation claims, including claims of unlawful workplace harassment based on sex, race, disability, and the like. Along with providing HR policies that can minimize risks in this area, we also provide training to supervisors and managers to empower them to effectively manage their workforce and thereby minimize EEO claims and other employment law issues.